• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

Avoid overly specific ‘grounds for firing’ list

by on
in Firing,HR Management,Human Resources,Leaders & Managers,People Management

A United Parcel Service (UPS) worker broke into a profane tirade at two supervisors in a dispute over his check. When he refused to stop, the HR director dismissed him on the spot.

The worker, disciplined twice before for swearing, fought the firing in court. His argument: Swearing was not one of the seven reasons for immediate dismissal cited in UPS' employee discipline policy.

A lower court sided with UPS, saying profanity was unacceptable even if it wasn't specifically mentioned in the rules. But the 9th Circuit overturned the ruling and reinstated the worker, saying the terms were clearly spelled out and they didn't include profanity. (Hawaii Teamsters and Allied Workers Union, Local 996 v. UPS, No. 99-17079, 2000)

Advice: Don't try to list every offense for which workers could be fired. It may eliminate your at-will right to fire at your discretion. It's better to cite broad categories, such as insubordination.

Like what you've read? ...Republish it and share great business tips!

Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...

We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.

The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.

" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/1456/avoid-overly-specific-grounds-for-firing-list "

Leave a Comment